Three Issues Contributing to the Millennial Hiring Gap

Ken West

The Baby Boomers, a big part of America’s workforce, are retiring and companies are recruiting the newest generation, the Millennials, to keep business moving forward. Anyone who has been working long enough, or is involved in the hiring process, has undoubtedly noticed shifts in the recruiting process. Are the shifts caused by candidate quality issues, a lack of education, or a generational sense of entitlement? Or are candidates these days justdifferent? Depending on who you speak to, it may be all of these factors combined … and more.

Hiring managers are facing the effects of a generational gap. The emerging workforce has grown up exposed to new technologies and has redefined social norms. As seasoned and young professionals try to relate to each other, rest assured, you’re not the only one feeling the strain.

Quality over Quantity

Quality candidates are still a defining objective for hiring managers. Even if you need to mass hire for a seasonal or temporary project, you still prefer that the individuals do their jobs with integrity and devotion. The new generation isn’t a lost cause. You might even discover young employees who see companies with a career mindset and/or a willingness to take on more responsibility.

When you’re interviewing a Millennial, consider which factors are important to your company. If showing up 15 minutes early for an interview isn’t important to your corporate culture, or using an iPad to show you their resume isn’t outside of your comfort zone, don’t count those things against them. Young professionals’ approach to the world can help your company adapt.

Some Just Don’t Know

Is it the candidate’s responsibility to know what to expect at your company? In the sense of general professionalism, yes it is. However, it’s also your responsibility to provide orientation specific to your culture. Graduates can learn hiring basics from their college’s career center, but their knowledge is not all-inclusive. If you want applicants to tailor their approach to your business, then you must let them know your expectations. Hiring managers can do this in several ways:

Attend career fairs.

Participate in college mock interview programs.

Use videos and social networks to promote culture, hiring practices and expectations.

Develop an orientation, mentoring, or internship program for new hires.

Transparency and communication allows candidates to match the expectations of your corporate culture.

Sometimes it’s not Enough

Even if you are already using the tactics mentioned above, you still might encounter candidates that require unique approaches. There will always be those who just don’t pick up on cues and information and consequently the opportunity to impress you.

A recent article in USA Today mentioned three interview violations that would make any hiring manager cringe. From a parent trying to negotiate a salary to a candidate bringing their cat and playing with it during an interview – you still need to brace yourself for bizarre behavior. While the cat might take the cake, bad interview experiences are hardly new.

Try not to be discouraged by the new kids on the market when trying to make the right hiring decision. Ask yourself first: Have you made the effort to let candidates know who you are? If not, then you have some work to do. You don’t have the time to blame Millennials, their parents, or the education system. You have to get involved, set the standard, and then go from there.

If you’re struggling to find quality candidates, it’s time to step back and discover the strengths of your current employees. This will help you focus on the exact qualifications needed from job candidates. NBRI employee engagement surveys evaluate the strengths and weaknesses of your current workforce. Then, our ClearPath Analytics and ClearPath Action processes pinpoint exactly what needs to be worked on to improve organizational performance. If you’re ready to move forward, contact NBRI today.